Strategic Human Resource Management Training & Development

Training It is the process that attempts to improve employee performance on a currently held job by providing the employee with the knowledge and skills required for the job. It is in accordance to the company mission and objectives.

Development It refers to the learning opportunities directed toward helping employee grow. It is associated with the new learning experiences provided to the managerial employees and so can be called as the management development. It includes upgrading knowledge, change attitude, increase skills, future managerial efforts.

Training concept Relatively permanent change in the process Imparts technical skills Focus on the specificity of the job Non-management personnel Short run Based on existing performance problem

Development concept Process prepared for making learning experience for future responsibilities Imparts managerial skills Board range of skills Directed towards managerial personnel Long run Designed for continuous process

Strategies for training Needs assessment Objectives Design and Delivery Evaluation

Significance of T&D Strategic organizational activity Advances in technology Work redesign Mergers & Acquisitions Restructuring Workforce diversity Employee mobility

Purpose/need for T&D Performance improvement Skill up gradation Solving organizational problems New employee orientation Preparation for promotion Opportunities for personal growth

Strategic approaches to T&D Human capital approach – this approach specifies about the fact that training is an investment in human resource which gives returns in the form of increased productivity. Contingency approach – it specifies about the business strategy the firm is adopting and the T&D will be provided accordingly. e.g. firms following innovation & quality strategy will have T&D for multiple skills, firms following profit strategy will have T&D on individual basis.

Strategic approaches to T&D Strategic framework – training results in development of skills & competencies in employees that are unique & superior to competitors leading to competitive advantage. Strategic T&D results in the overall orientation of the employees and includes the team building, competitive strength and dynamic growth of the firm.

Strategic process of T&D T&D has 4 phases: Needs assessment (diagnostic phase) T&D design & development T&D programme implementation Evaluation

Needs assessment phase Organizational analysis Job/task analysis Person analysis Gap analysis between skills present & skills required Selection of trainees Hiring, job redesign

T&D design and development Training goals and objectives Selection of trainees Selection of trainers Selection of T&D methods Criteria for evaluation

T&D methods On the job : a)Training methods – apprenticeship, job instruction training b)Developmental methods – coaching, job rotation, special assignments, internship Off the job : a)Training methods – class room instructions, lecturers, seminars, conferences, programmed instructions, audio- visuals b)Developmental methods – simulation, case study, role play, mgt. games, in-basket, behavior modeling, outdoor programme

T&D implementation and evaluation Monitoring progress Evaluation phase – pre-training evaluation, intermediate evaluation, post-training evaluation Criteria for evaluation – reactions, learning, behavior, results Benchmarking

Strategic changes in T&D Orientation training – new employees are trained to cope up with old employees Team training Diversity training – based on the diversity of workforce on the firm Training for global assignments – organizations setting up projects in overseas Training for leadership skills – globalizations, deregulations has incurred upon this

Strategic developments in T&D Computer based training (CBT) – includes speed, memory, data manipulation, interpretation, interactive learning, multimedia, audio-video instructions, etc. This module is JIT (just in time) as the training is given when there is requirement of it. Computer assisted instruction (CAI) – this module is passed on the personal computer of the trainee that acts as the tutor for the trainee, monitor trainee knowledge, provide adaptive tutoring based on the responses of the trainee. This module is sophisticated form of instructions for trainees.

Strategic developments in T&D Distance training & video conferencing - interaction on the computer panel with the instructor present in long distance, done on the satellite based network, tele-training, followed mostly in universities. E-training - cyber learning programme for authorized users, use of intranet in the firms. Competency assessment – module developed for checking competencies in a group of employees, based on job structure, job category, hierarchical position of the employees.

Strategic developments in T&D Cross cultural training – this module gives importance to the variations of cultures among the employees, unity in diversity, diversity training assessment, measures for multi lingual training (if required). Multi skilling – based on the need of the firm, module prepared on the requirement of employee’s overall development, increase in the portfolio of the employee. Strategic changes in training and development has given rise in the overall development of the employee in accordance to the firm’s need and demand to train and develop their potentials.

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